Coaching For Success!: How to coach multi-generational teams.

After doing a Google search on this topic, I was blown away by what I found. There were over 3 million entries, and that did not include the "Scholarly Articles." I was curious, is this a real problem or another example of how the media and consultants like to make a mountain out of a molehill.

 What is a multi-generational workforce?

 According to a Gallup report, as of 2013, baby boomers (people born from 1946 to 1964) made up 30 percent of the workforce (in the US), but that number is changing fast. The same report estimates that by 2029 up to 10,000 boomers will be retiring every day. That figure is based on a retirement age of 65; the reality is that in the information labour market, many will work way beyond that age.

That means that we are now seeing a wide range of ages represented in the average corporation. I am currently working with a small team where we have someone who is 24, working alongside a 69-year-old colleague. "So what?" you might say, and in a small organization, I might readily agree, but what about when you have dozens or hundreds of employees (not to mention the ones that have tens of thousands of employees). 

Larger organizations have to deal with very complex issues around company policies, insurance, sick leave, office furniture and layout (what? yup, office layout is a problem). We hear a lot from experts that say what motivates people who grew up in the 7os, the 80s or 90s and the Millennials and GenZ is quite different. For more details on what the experts say about the differences in what motivates the various age groups, check out this article from bamboo HR.  

The bottom line is that as a company owner or director, the reality is that you have to navigate some tricky waters as far as being able to provide an environment for your staff to thrive in and a company culture that your people can relate to. But has that situation really ever been that different in the past?

What worked then works now. 

Office styles and cultures have changed pretty radically since the 90s, especially with the rise in power of young tech start-ups that turned into corporate giants, such as Microsoft, Apple, Google, Facebook etc. Fuzzball tables, video games and cubicle farms are now popping up in accounting firms. You might think that these new trends may discriminate against an older workforce. Still, I would argue that companies that truly value their employees have always used the same basic principles to build and maintain a healthy corporate culture.

Respect Is Respect

 Respect is respect at any age. If you get over the stereotypes, you will agree. Is a twenty-five-year-old who is eager to prove himself in 2021 so much different from one in 1985? Perhaps as far as the way they express themselves but in all the ways that count, not so much. I have not come across anything that says people's brain structure or chemistry have changed significantly since the 60s. Understanding what motivates and what rewards your teams has always been a challenge for employers. The basics of understanding what a person values and how to treat them respectfully usually will create a reciprocal reaction.

Imagine the challenges employers had to face in the 40s when they had to introduce women into the workforce or when they had to accommodate men, traumatized by war, back into it. Treating people as human beings as opposed to labels has always been the thoughtful employer's secret to success.

Tips For Success

 Now that we have dispensed with the generation gaps, let's get on with it.

 How to coach your team, no matter what the age, for success;

1. The Platinum Rule: "Treat others the way they want to be treated." The Golden Rule is a little different. It recommends treating others as you would want to be treated. That advice has never really been good advice when dealing with people. It assumes that your values, background and learning style are "the way" and that everyone should respond well to what motivates and rewards you. Instead, finding out what your employees require to thrive on their terms is a better strategy.

2. Get Real: This may come as a shock to some of you, but the latest trend in management topics is, wait for it, talking to your reports directly, go figure. The art of communication of effective communication is not an easy one to master; however, don't underestimate its power. Here are some simple but effective tips, listen twice as long as you speak. That will require some forethought in preparing your questions, so invest the time. Don't accept the easy answer; probe deeper. Ask questions like "What made you say that?" or "Can you elaborate more on that idea?" Forget the old mirroring tactic; it often backfires, be sincere. Hold the other person's best interests and the intent of understanding them better as your objective, and you won't go wrong.

3. Drop Judgement: Don't fall into the habit of stereotyping groups; it can take you down a bad path. Regardless of someone's age group, they have strong points and weak ones; our job as leaders is to feed the flames of their strengths and help them put out their weak points. Remember that we tend to get most offended by the type of behaviour in others that mirror our behaviour, which we dislike. As the old saying goes, "When you point one finger at others, three more are pointing back at you."  

"When you point one finger at others, three more are pointing back at you."

Take Action

 Prejudice is ugly, be it religious, racial, sexual or otherwise. If we agree it has no place in our society, it certainly has no place in our companies and organizations. Accept that everyone is different and if you have difficulty with a team member; address the real cause and refuse to blame it on their generation.

 If you would like to learn more about how to improve your leadership skills feel free to take advantage of my FREE no-obligation 60-minute consultation. It has real value, and you will receive an evaluation and some action steps you can apply from day one.

 Lead well & stay safe!